You have taken steps to identify the risks in your community, identify the actions that the community has taken to address those risks, and prepare some priority issues to address in risk management. Now, this work will be combined to create a portfolio package. You should prepare this portfolio package as if you were going to an interview panel and interviewing for a position as the community’s chief resiliency officer. The chief resiliency officer is equal to the other department heads in the organization and reports directly to the chief executive such as the city manager or county administrator. 

You have flexibility in how you organize the portfolio package. However, the components that make up your portfolio package should include corrections and updates that you made based on integrating the feedback provided by your professor about your previous assignments.

You have the option to submit your portfolio package as multiple files or as a single file. 

Your portfolio package will include the elements listed below. 

• Include an executive summary that introduces the portfolio package and highlights the priority focuses for risk management and hazard mitigation that you have identified. Your executive summary should include an overview of the current activities in disaster risk reduction and risk management that are being used in your community and your new action plan that provides a snapshot of how you would frame or change the risk management activities of the office, should you get the chief resiliency officer position.
• Your portfolio package will also include your revised and updated assignments from Units II, IV, VI, and VII. You should update them as needed to address the feedback provided by your instructor. Specifically, make certain to include the following elements: 
  • Unit II Article Critique: Incorporate your article critique discussing an emergency support function issue for today’s first responders. 
  • Unit IV Research Paper: This section should contain the research and evaluation of your local hazard mitigation plan. 
  • Unit VI PowerPoint Presentation: Include your presentation, which focused on the evaluation of your community’s hazard mitigation plan. 
  • Unit VII Scholarly Activity: Include your briefing memo. 

APA Style should be followed.

Respond to at least two other peers and compare and contrast what you learned about yourself with what others described. Provide relevant and appropriate feedback regarding the post and the learner’s ideas for further development.

• Describe how  this model will guide your human resources leadership role 

I took the leadership orientation assessment and learned that I have more of an initiating structure than a consideration structure. The initiating structure is described ad the extent that a leader is task oriented as well as how they direct their subordinates’ work towards achieving goals (Daft, 2018). I only scored one point lower in consideration. Consideration looks what the extent that a leader cares about their subordinates, establishes trust, and respects their ideas and feelings (Daft, 2018). I tend to lead on a sliding scale with both of these. If I am with a group that need more direction I will fall more to the initiating structure, where as if I am with a group that does not need as much direction and that needs a little more in terms of personal relationships I will fall more towards consideration.

• identify how this model can impact your influence skills with stakeholders outside of the human resources area. 

The leadership style assessment showed that I am equally task orientated and people oriented (Daft, 2018). I think that this will impact my influence skills with stake holders because I am able to adapt my leadership style based on the situation. I also think that this will impact my influence skills because it is suggested that a balance of concern for tasks and a concern for people is critical to have success in leadership long term. Stakeholders would be looking for someone that can be successful longer because it would not require them to spend as much money to replace leaders when they are no longer as effective. 

Daft, R. L. (2018). The leadership experience (7th ed.). Boston, MA: Cengage.

Respond to at least two other peers and compare and contrast what you learned about yourself with what others described. Provide relevant and appropriate feedback regarding the post and the learner’s ideas for further development.

Meyer and Meijers (2017) argue that leaders can be more effective when they understand their preferred style of leadership. As a leader having flexibility is important because a circumstance or situation may require the use of multiple leadership styles. One of the assessments had questions that focus on behaviors in a group setting and ask for a true or false response. A preferred style of leadership may involve a person’s strengths, which can be learned or natural ability. This is a comfortable place that the person should feel comfortable leading with. Daft (2018) points out that developing leadership qualities takes work including self-discovery and personal understanding.Other leadership styles may be more challenging or used less because a situation does not need that type of style applied. According to Daft (2018) leadership provides learning opportunities so people can expand their minds and abilities while they assume personal accountability. A leader will be presented with challenges and rise to the occasion with wisdom can prove influential.

               The Relational theories seems to fit me best, I tend to have a lot of positive interpersonal relationships, my background in organization communication has equipped me with a certain degree of skill that matches my outgoing personality. Daft (2018) describes how leaders build relationships through empowerment, leadership communication, team leadership, and embracing diversity. This model can impact my personal influence with stakeholders by being genuine and pleasant to be around while providing helpful information that relates to organizational goals. Personal relationships and boundaries are important for maintaining these relationships. Meyer and Meijers (2017) agree that leadership is relational, not positional.

References

Daft, R. L. (2018). The leadership experience (7th ed.). Boston, MA: Cengage

1-2 paragraphs

apa format

references

Step 1 – Read the Information Below

Daniel Goleman, a psychologist, was the first to popularize the trait emotional intelligence, sometimes referred to as EI. Emotional intelligence is a person’s capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:

• Self-awareness: This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
• Self-management: This is your ability to control or regulate your emotions and act with integrity.
• Social-awareness: Gives you the ability to understand the needs of others and show empathy towards them.
• Relationship management: this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds.